A presentation explaining fixed and growth mindsets including applications and implications.
Created by Richard Thripp and presented on 2/24/2016 at Port Orange Toastmasters to fulfill Project 3: The Nontechnical Audience from the Technical Presentations manual in the Toastmasters Advanced Communication Series.
It was a great opportunity to run this mini-workshop for 29 space scientists and engineers from 17 countries attending program organised by ISRO on how to make nano satellites.
Most people believe personality traits are fixed characteristics that are present at birth and persist throughout an individual’s lifetime. Recent research, however, indicates these “fixed” traits are simply the symptoms of a person’s belief system. These beliefs can be so strong, in fact, that they positively or negatively influence every aspect of an individual’s life: sports, business, relationships, parenting, teaching, and coaching.
According to Carol S. Dweck, one of the world’s leading researchers in the field of motivation, there are two main belief systems, or mindsets, that people can possess. These mindsets strongly influence the way individuals respond to success and failure, and in Mindset, Dweck uses research, examples of well-known business and sports leaders, and specific scenarios to demonstrate how changing one’s mindset can profoundly affect the outcome of almost every situation. Dweck also explains how understanding the basics of mindsets can help in accepting and understanding relationships and the people who comprise them
A presentation explaining fixed and growth mindsets including applications and implications.
Created by Richard Thripp and presented on 2/24/2016 at Port Orange Toastmasters to fulfill Project 3: The Nontechnical Audience from the Technical Presentations manual in the Toastmasters Advanced Communication Series.
It was a great opportunity to run this mini-workshop for 29 space scientists and engineers from 17 countries attending program organised by ISRO on how to make nano satellites.
Most people believe personality traits are fixed characteristics that are present at birth and persist throughout an individual’s lifetime. Recent research, however, indicates these “fixed” traits are simply the symptoms of a person’s belief system. These beliefs can be so strong, in fact, that they positively or negatively influence every aspect of an individual’s life: sports, business, relationships, parenting, teaching, and coaching.
According to Carol S. Dweck, one of the world’s leading researchers in the field of motivation, there are two main belief systems, or mindsets, that people can possess. These mindsets strongly influence the way individuals respond to success and failure, and in Mindset, Dweck uses research, examples of well-known business and sports leaders, and specific scenarios to demonstrate how changing one’s mindset can profoundly affect the outcome of almost every situation. Dweck also explains how understanding the basics of mindsets can help in accepting and understanding relationships and the people who comprise them
What do you think is the key to achieving our goals, our success? Some people suggest things like hard work, focus, persistence.
But research shows these are all by products of something else —something much more powerful that we can all develop. It is this very special something that really is critical to success.
Someone who has achieved great success is Josh Waitzkin, a chess international master and the subject of the movie Searching for Bobby Fischer. Nobody has won all the national chess championships that Josh has, but even more impressive, when he turned 21 he took on the challenge mastering something completely new and very different from chess —Marshall Arts.
He realized that he had learned how to grow and succeed, and he could apply that understanding to other domains. And so, he devoted himself relentlessly to Tai Chi Chuan, and after lots of hard work, many failures and some broken joints, he became a great martial artist and he won two World Championships. Now he's off to jui-jitsu.
So what does Josh say is the greatest thing that ever happened to him? Believe it or not, he says losing my first national chess championship because it helped me avoid many of the psychological traps.
A mindset refers to whether you believe qualities such as intelligence and talent are fixed or changeable traits.
People with a fixed mindset believe that these qualities are inborn, fixed, and unchangeable.
Those with a growth mindset, on the other hand, believe that these abilities can be developed and strengthened by way of commitment and hard work.
Jason and Lakisha Williams are not strangers to the idea of growth mindset. From parenting to running a business, these leaders understand the power of this philosophy. Do you practice growth mindset?
I had to present months ago to the team about a topic I was interested in and thought would be great to share in hope that it would be useful at work. I've finally put it on SlideShare. Hopefully this presentation lights a spark in you as it did with me as I was reading up on it.
Mindset by Carol Dweck synthesized by Deepak JayaramanDeepak Jayaraman
Mindset is a book that has influenced me at multiple levels. Carol talks about having either a Fixed Mindset or a Growth Mindset as we think about parenting, relationships, leadership, sport and a host of other situations in life. The attached slides are my attempt at distilling the key lessons from the book.
A PowerPoint on the difference between a fixed mindset and a growth mindset. Includes links to videos on famous people who failed in the beginning, and how neurons work and how to make your brain smarter. Target audience is 4th-high school age students.
Research on Success: Grit, growth mindset, and the marshmallow testSteve Lee
This professional development workshop takes 3 research studies (grit, growth vs fixed mindset, and the marshmallow test) and translates them into practical suggestions for students. This workshop was presented to incoming business school students at UC Davis' Graduate School of Management on Aug 29, 2014.
Growth Mindset views intelligence and talent as qualities that can be developed over time. A “pure” growth mindset doesn’t exist, which we have to acknowledge in order to attain the benefits we seek. It is just about praising and rewarding effort.
Some impressionistic takes from the book originals v2GMR Group
Wharton School Professor, Consultant and best-selling author Adam Grant raises fascinating questions about Originality and Creativity in the organizations and workplace. The primary theme he explores through studies, anecdotal evidence and business histories is how someone Original can perform effectively within an organization. Even the most fluid, forward-thinking companies-or at least those self-described as forward thinking-can resist Originality.
Your success depends on how you present your original ideas, especially if they don't fit the type of originality the firm endorses. Grant depicts illustrative examples of creative thinkers who turned their original ideas into functioning reality. He shows a rare understanding of how organizations squelch originality and how deft, tactical and strategic the original thinker must be to thrive.
Happy reading & learning.
As a reader I wanted you to relate yourself to the situations you had faced and try to apply the methods/ techniques which are being shared. Don’t think of this book as another “Super Hero Movie”, give the due credit to it by believing and taking bay steps which would draw you closure to your intended path.
Self-Organisation and its influence on the organisational reality.Marcin Czenko
This presentation shows how our understanding of self-organisation and organisational reality is influenced by the history of management when framed in the context of sciences of certainty. I then show how the organisational reality could be understood taken the perspective of sciences of uncertainty. This work is influenced and inspired by the works of Ralph Stacey and many personal observations when training and coaching organisations the empirical process control. This topic was presented during the Agile By Example conference held in Warsaw on October 4-5, 2012 and later during Self-Organisation workshop at ASC Eindhoven (Agile & Software Craftsmanship) on October 18, 2012.
What do you think is the key to achieving our goals, our success? Some people suggest things like hard work, focus, persistence.
But research shows these are all by products of something else —something much more powerful that we can all develop. It is this very special something that really is critical to success.
Someone who has achieved great success is Josh Waitzkin, a chess international master and the subject of the movie Searching for Bobby Fischer. Nobody has won all the national chess championships that Josh has, but even more impressive, when he turned 21 he took on the challenge mastering something completely new and very different from chess —Marshall Arts.
He realized that he had learned how to grow and succeed, and he could apply that understanding to other domains. And so, he devoted himself relentlessly to Tai Chi Chuan, and after lots of hard work, many failures and some broken joints, he became a great martial artist and he won two World Championships. Now he's off to jui-jitsu.
So what does Josh say is the greatest thing that ever happened to him? Believe it or not, he says losing my first national chess championship because it helped me avoid many of the psychological traps.
A mindset refers to whether you believe qualities such as intelligence and talent are fixed or changeable traits.
People with a fixed mindset believe that these qualities are inborn, fixed, and unchangeable.
Those with a growth mindset, on the other hand, believe that these abilities can be developed and strengthened by way of commitment and hard work.
Jason and Lakisha Williams are not strangers to the idea of growth mindset. From parenting to running a business, these leaders understand the power of this philosophy. Do you practice growth mindset?
I had to present months ago to the team about a topic I was interested in and thought would be great to share in hope that it would be useful at work. I've finally put it on SlideShare. Hopefully this presentation lights a spark in you as it did with me as I was reading up on it.
Mindset by Carol Dweck synthesized by Deepak JayaramanDeepak Jayaraman
Mindset is a book that has influenced me at multiple levels. Carol talks about having either a Fixed Mindset or a Growth Mindset as we think about parenting, relationships, leadership, sport and a host of other situations in life. The attached slides are my attempt at distilling the key lessons from the book.
A PowerPoint on the difference between a fixed mindset and a growth mindset. Includes links to videos on famous people who failed in the beginning, and how neurons work and how to make your brain smarter. Target audience is 4th-high school age students.
Research on Success: Grit, growth mindset, and the marshmallow testSteve Lee
This professional development workshop takes 3 research studies (grit, growth vs fixed mindset, and the marshmallow test) and translates them into practical suggestions for students. This workshop was presented to incoming business school students at UC Davis' Graduate School of Management on Aug 29, 2014.
Growth Mindset views intelligence and talent as qualities that can be developed over time. A “pure” growth mindset doesn’t exist, which we have to acknowledge in order to attain the benefits we seek. It is just about praising and rewarding effort.
Some impressionistic takes from the book originals v2GMR Group
Wharton School Professor, Consultant and best-selling author Adam Grant raises fascinating questions about Originality and Creativity in the organizations and workplace. The primary theme he explores through studies, anecdotal evidence and business histories is how someone Original can perform effectively within an organization. Even the most fluid, forward-thinking companies-or at least those self-described as forward thinking-can resist Originality.
Your success depends on how you present your original ideas, especially if they don't fit the type of originality the firm endorses. Grant depicts illustrative examples of creative thinkers who turned their original ideas into functioning reality. He shows a rare understanding of how organizations squelch originality and how deft, tactical and strategic the original thinker must be to thrive.
Happy reading & learning.
As a reader I wanted you to relate yourself to the situations you had faced and try to apply the methods/ techniques which are being shared. Don’t think of this book as another “Super Hero Movie”, give the due credit to it by believing and taking bay steps which would draw you closure to your intended path.
Self-Organisation and its influence on the organisational reality.Marcin Czenko
This presentation shows how our understanding of self-organisation and organisational reality is influenced by the history of management when framed in the context of sciences of certainty. I then show how the organisational reality could be understood taken the perspective of sciences of uncertainty. This work is influenced and inspired by the works of Ralph Stacey and many personal observations when training and coaching organisations the empirical process control. This topic was presented during the Agile By Example conference held in Warsaw on October 4-5, 2012 and later during Self-Organisation workshop at ASC Eindhoven (Agile & Software Craftsmanship) on October 18, 2012.
This session will introduce participants to:
* The overall dimensions of Type and how they contribute to workplace behaviors
- Introvert/Extrovert
- Sensing/Intuition
- Thinking/Feeling
* The eight functions produced from the overall Type dimensions
* The differences between Natural and Demonstrated use of the eight Type Functions and
1. associated influence on effectiveness
* The five dimensions of Flexibility and their role in building resiliency and capability
- Proactivity
- Composure
- Connectivity
- Variety Seeking
- Rejuvenation
Moving Ahead In The Creative Class 2008 UpdateKenneth Kovach
As creator of CREATIVITY CAMP with Gary Bunch, we work with companies seeking a better way to tap into the creativity of their employees. We will help you reframe the reality of your workplace and assist your team in exploring the barriers to unleashing their own creativity.
ripplemark Egypt's 'Be A Good Person' Culture Code Omar El Sabh
We're ripplemark Egypt, a 'Self-Learning Digital Organization'.
As an agency, we truly believe that an organization with a strong culture is an organization that can thrive. Culture aligns everyone on norms, values and motivations that become the driving force of a group. Culture is how everyone should act with no supervision.
This is a PowerPoint from a Women's Conference at the University of California, San Diego, which took place on May 6, 2014. Conscious Leadership was born out of the dissertation work of Dr. Valita Jones and is focused on assisting individuals within any organization in becoming more aware, responsible and accountable. After being exposed to the Conscious Leadership theory, framework, and practice you will learned how to influence change, be able to create opportunities for transformation within systems, intentionally lead from a shared perspective and promote an organizational ethos of cooperation and collaboration.
In this talk, I have discussed the issues around the need to recognize the business problem being solved, how to identify that, etc. rather than only focusing on the tech.
In this talk for the students of IIM Udaipur, I have discussed how AI as technology needs to deliver business value in order for AI as a discipline to be seen as relevant to business. I have also spoken briefly about my own research work.
What is #ThoughtLeadership? Is it mindless self-promotion, or is it more like some fancy management fad? Is it more like your social media presence, or sharing stories? What is the real deal here? In this talk, I have shared some ideas from others, and also some of my own learning over the years. Hope you find the answers you were looking for...
How does one go about blogging? Or, why to even blog in the first place? In this talk, I have shared some of my key learning over last 15 years of blogging
I delivered this guest lecture for the marketing team of Corteva Agriscience undergoing an executive program at ISB, Hyderabad. I have explained what is digital business model innovation, and how it could apply to agrobusinesses.
25 Years of Evolution of Software Product Management: A practitioner's perspe...Tathagat Varma
How has the role and function of product management evolved over the years? In this talk, I have shared my notes from my personal journey over the last 25 years.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
1. Why the world
needs more
rebels like
you?
Tathagat Varma
Strategy & Operations, Walmart Global Tech
Doctoral Scholar, Indian School of Business Hyderabad
2. Synopsis
Being conscious has several dimensions. To most, it is
about being aware of things around them. To some, it is
about being an integral part of something organic, or the
feeling of being connected, and so on. My take is that
being a rebel is the highest form of consciousness – the
ability to meaningfully disagree and make a definitive
difference. However, what does that mean, and how can
organizations harness the energy of a rebel to become a
more conscious organization? Let’s explore.
4. Consciousness isn’t just “thinking”
1637
Je pense, donc je
suis (We cannot
doubt of our
existence while we
doubt)
1641
Ego sum, ego
existo (I am
thinking, therefore
I am / exist)
1644
Ego cogito, ergo
sum (I think,
therefore I am)
1647
Dubito, ergo sum
(I doubt, therefore
I am)
Rene Descartes
1596 - 1650
5. Conscious = Information
Processing
Perceive: Able to
perceive various
external inputs
Assimilate: Able
to “bind” them
together
holistically
Meaning: Able to
comprehend
meaningfully
Purpose: Able to
relate the
meaning with
internal state
Action: Able to
take required
corrective steps
Learning: Able to
recall past
experiences and
learn from them
Thinking: Able to
think proactively
and change the
status quo
Influence: Able to
inform and
influence others
accordingly
Change: Able to
change the
ecosystem
…
6. Consciousness spectrum?
Object Plant Insects Animals Humans Orgs
Perceive No Some Some Mostly yes Yes Can’t say!
Assimilate No Probably
no
Probably
no
Mostly yes Yes Sometimes
Meaning No ? Perhaps Quite well Yes ?
Purpose No ? Yes Probably
yes
Yes ?
Action No Limited Yes Yes Yes Mostly
Learning No No No No Yes Sometimes
Thinking No Not often
Influence No No No No Yes Rarely
Change No No No No Yes Very Rarely
… ? ? ? ? ? ?
7. The Conscious Organization
• Building upon the learning organization concept, I developed the idea of the “Conscious
Organization” in the late 1990s…possesses very low tolerance for unconsciousness behavior,
such as idle gossip, rumors, office politics, breaches of ethics, addictions of all sorts, and other
symptoms of organizational bureaucracy and incompetency. People working in conscious
organizations possess the collective will to be vigilant about matters that might fester under the
surface of awareness or otherwise go unnoticed in organizations that do not embody this
commitment in their cultures. Whenever an unconscious element of a conscious organization’s
culture is recognized, a rallying cry emanates and the organization’s resources are marshaled
toward “cleaning up” that area much like the human body's immune system rallies itself for any
invading infection or toxic agent. Instead of being tolerated or temporarily placated, these “toxic
agents” are purposefully and vigilantly sought out and transformed.
• Becoming conscious is becoming aware of something and then acting responsibly in light of the
new awareness. It is not synonymous with awareness alone, as some dictionaries state.
Responsible action is another element of human consciousness. Responsible action does not
mean acting compulsively or reactively. It means choosing consciously, resulting in the least
number of unintended consequences. The conscious organization is a group of people who are
constantly examining their individual and collective consciousness. By definition, this makes the
conscious organization a work-in-progress. People who like certainty and familiarity may not be
comfortable in a conscious organization. While there may be some entities which can be
transformed into conscious organizations, I suspect most will need to be replaced. After all, some
of these dysfunctional dinosaurs are just too big and too dysfunctional. It would be far easier (and
probably cheaper) to create anew.
The Conscious Organization: Prospects for a Self-Actualized Workforce – John Renesch, The Journal of Values-Based
Leadership, Vol 5, Issue 2, July 2012, http://scholar.valpo.edu/jvbl/vol5/iss2/8
8. Conscious = Rebel
“Until they become
conscious they will
never rebel, and
until after they
have rebelled they
cannot become
conscious.” –
George Orwell,
1984
9. Why be a rebel?
“The last time someone truly
thought about solving a
problem is when they created
a rule. Everyone since has
simply followed the rule.”
– Chan Varma, 22, M (my son!)
10. Why rebels are important?
The Rebel Ideas: The Power of Diverse Thinking – Matthew Syed
11. The Four Tendencies
• Obliger (41%): I will do if I
have to, but not if I want to.
I’ll do it!
• Questioner (24%): But why
should I do? Prove it!
• Upholder (19%): Just do it!
Discipline is my freedom.
• Rebel (17%): I’ll do what I
want to! Freedom is my
discipline.
The Four Tendencies – Gretchen Rubin, 2017
12. Wants and values
Want Value
Upholders What should be
done?
Self-command and
performance
Questioners Justifications Justification and purpose
Obligers Accountability Teamwork and duty
Rebels Freedom Freedom and self-
identity
The Four Tendencies – Gretchen Rubin, 2017
13. Rebel
behaviors
• Novelty: desire to go for unfamiliar,
new challenges
• Curiosity: peaks at age 4-5 and then
declines!
• Perspective: hold multiple and
adaptive views and constantly
broaden views
• Diversity: not accepting stereotypical
views of the society
• Authenticity: bring own voice without
fear while remaining open and
vulnerable
Rebel Talent, a16z podcast with Francesco Gino
https://podcasts.apple.com/in/podcast/a16z-podcast/id842818711?i=1000464534293
14. Types of Rebels
• Rebel against external
pressure: the extent to which a
person fights the tendency to
conform to other’s opinions,
actions, and expectations, and
defies stereotypical roles and
beliefs
• Rebel against internal
pressure: the extent to which an
individual looks beyond their
own perspective and rejects the
comfortable in favor of the novel
and challenging.
https://www.rebeltalents.org/the-rebel-test/
15. Eight
Principles
of Rebel
Leadership
Seek out the newSeek
Encourage constructive dissentEncourage
Open conversations, don’t close themOpen
Reveal yourself - and reflectReveal
Learn everything – then forget everythingLearn
Find freedom in constraintsFind
Lead from the trenchesLead
Foster happy accidentsFoster
How to be a Rebel Leader:
https://hbswk.hbs.edu/item/how-to-be-a-rebel-leader
16. Let’s
sum it
all up…
• We don’t quite know
the future
• Status quo isn’t an
option
• Experts don’t really
know
• Develop rebel
consciousness…